You're faced with feedback challenging your leadership style. How can you adapt and grow as a leader?

Listen - what prompted people to raise this issue Reflect - can I do things differently Act - adapt to suit my audience. Ensure what they are hearing and understanding is what I am saying

Understand the context and situation that the feedback is coming from, understand where the person is that’s providing the feedback. With that insight in mind you can adjust your level of engagement with the feedback content. Often if the feedback isn’t genuinely about helping you to perform better, if it doesn’t clearly build on your core strengths and capabilities then is likely the feedback is just a project of where the feedback giver is and it probably more helpful for them and not you. If you need to redirect the feedback to make it more useful think about encouraging the feedback giver to articulate when they last saw you at your best and then give you feedback on how you could be at your best more often, more consistently.

Welcome it and seek more. 360 feedback is an under-leveraged tool in the corporate world which is surprising how important it is. Openly seek feedback directly and via anonymous channels if needed to understand and address your blind spots (yes, you have some). When you do get feedback that is not positive or comes as a surprise, find trusted colleagues to discuss and understand more.

Being open to feedback shows our team that we are approachable and willing to listen, which can build trust and respect. It helps us gain a better understanding of how our actions and decisions are perceived by others, leading to greater self-awareness. By accepting feedback gracefully, we foster an environment where open communication is encouraged, which can lead to better team collaboration and problem-solving. Feedback can highlight the need for change and adaptation in our leadership approach, ensuring we stay effective in a dynamic environment. Overall, Embracing feedback demonstrates our commitment to personal and professional development and sets a positive example for our team.

The most important skills to learn as a leader are self-awareness and reflection. Nerd out with me for a moment—that's something called metacognition—the skill of thinking about your thinking. It's not something we give ourselves time to do often, but it's valuable. Take time to: -think about the outcomes you've wanted and whether or not you've reached them -replay interactions with others and evaluate their reactions -pay attention to your emotions and try to figure out what's causing them

If you disagree, ask for specific examples to demonstrate the person’s perspective. There may be times when you agree to disagree. Accept it and move on.

Don't just react to leadership feedback. Use it as a springboard for deep reflection. Ask yourself: What's the core message about my style? How might it be impacting my team? This introspection goes beyond the surface criticism. Analyze your communication patterns, decision-making, and team engagement. Unearthing the root causes of the feedback can reveal hidden areas for improvement.

It’s so hard when feedback is vague. Specific concrete examples are much more helpful. I wish those who give feedback could feel more confident and less afraid - it would help me to be a better leader.

Don't be defensive. Ask clarifying questions to fully understand the feedback. What specific behaviors are seen as problematic? How does this impact the team? Seek clarity before making changes. Ask for specific examples of behaviors causing concern - situations and impacts. This pinpoints areas for improvement and ensures your response is targeted and impactful.

When the feedback is vague, give others permission to catch you in the act and to inform you immediately. This provide you with instant feedback relating to a real life situation to better understand the area(s) of opportunity. This will make it easier to adjust your actions or behavior accordingly.

Better to consider regular feedback meeting and sessions with the team to proactively address potential issues and refine the leadership approach. By creating a structured environment for ongoing dialogue, you can better understand team dynamics and receive actionable insights that foster continuous improvement and build trust.

Sometimes it has helped to simply hear the feedback and then to circle back after reflection to ask some good questions to help clarify things.

Once you've processed the feedback, create a plan for improvement. This might involve seeking formal coaching or practicing specific communication techniques. Identify specific behaviors or skills to address concerns. A clear action plan is your roadmap to becoming the best leader you can be.

Efectivamente, después de un análisis objetivo y claro sobre tu rol de líder en base a las críticas recibidas, es importante definir un Plan de acción para poder acercar la percepción real de tu equipo respecto de tu rol de líder a la percepción que tú esperas de tu equipo en relación a tu liderazgo. Probablemente sea necesario cambiar comportamientos, actitudes o habilidades y es posible que para algunos cambios sea necesario precisar ayuda de algún coach, de alguna capacitación o participando en algún taller. Esta planificación debe tener plazos y objetivos claros, además de la posibilidad de que uno mismo pueda monitorear su avance.

Anyone can provide feedback. However, the untrained or unknowing can be disasterous. If in doubt chew it over first with another likeminded individual or more problems may ocuur.

In the hopes of becoming this better leader in the near future, ask yourself, “What could I change today?”. This enables you to have things you’ll work to improve on in the near future, but also something you could change today that will instantly impact the team.

Communicate your plan to the person who provided the feedback and potentially the team. This shows transparency and your commitment to growth. Start small, tweak one or two behaviors, and observe the impact. Be transparent - communicate changes to your team, building trust and support. Growth takes time. Be patient as you refine your leadership style.

Los cambios que tengas que implementar en base a tu plan de acción no siempre son fáciles o rápidos y generalmente es necesario ir de manera paulatina. El efecto de estos cambios tampoco es instantáneo y por tanto es importante transparentar tu plan con los integrantes de tu equipo, esto genera un mejor nivel de confianza porque implica que sus opiniones fueron tomadas en cuenta de buena manera y que existe de tu parte la genuina intención de construir una relación armónica, leal y transparente con tu equipo

Gathering feedback should not just be implemented after the bad has been done. You want to ensure you are fostering a culture that allows your team to give you feedback in the moment so that you have time to rectify potential bad habits and patterns.

Continuous feedback allows you to fine-tune your approach and ensures that your leadership style remains dynamic and responsive to the needs of those you lead. However, this process should not be merely a tickbox exercise. It should reflect a sincere commitment to improvement, both for yourself and for your team. Embrace the necessity of ongoing adjustments as a means to foster a better and thriving work culture. Actively welcome feedback, not just when things go wrong, but as a regular practice to enhance team engagement and performance.

Respect is never earned on easy ground. It is only earned on how we handle conflict and relationships. It is always on uneven ground and seeing different perspectives that earns the respect of your team. Reach out to your inner circle, make sure they are comfortable to be honest. They can assist you to see things from a different angle and even help you to come up with strategies to improve.

When feedback challenges your leadership style and you have done the work to assess that the intent and feedback is positive and true, it's time to act. Acting on such feedback can be difficult so here's a little tip I've used. Ask a few colleagues or team members to help. Tell them the feedback you have received and that you want to work on it. Ask them to assist by letting you know when they see some positive change both overall or in a moment and also if they see a moment where you are responding in your "old" ways and not as you are trying to do. Ask them to point this out to you sensitively, privately and as close to in the momnent as practical. Asking for this help works and is a great way to show leadership.

Sometimes, feedback might challenge your leadership style itself, not necessarily a specific behavior. If that's the case, consider if a different leadership approach might be more effective for your current team or situation. The best leaders are constantly learning and adapting. By embracing feedback as an opportunity for growth, you can become a more effective leader and inspire your team to achieve greater things.

Growing and adapting as a leader when challenged on your leadership style involves developing resilience and flexibility. Focus on understanding the underlying reasons behind the feedback by observing your team dynamics and outcomes. Enhance your emotional intelligence to better connect with and motivate your team. Engage in continuous learning and stay informed about new leadership trends and practices. Consider adopting new strategies and adjusting your approach based on the context and specific needs of your team, ensuring that you lead with authenticity and adaptability.

Facing feedback that challenges your leadership style requires a clear and decisive approach. First, determine if the feedback is honest and true. Understand the intent behind it. Is it meant to help you grow or merely criticize? Once you've assessed the feedback's validity, decide on your response and urgency. Address genuine concerns promptly. Communicate your course of action clearly. Show your team that you value their input and are committed to improving. Use feedback as a growth opportunity. Reflect on your leadership style and make necessary adjustments. By being open to change, you demonstrate resilience and a willingness to evolve, strengthening your leadership and building trust with your team.

Even when the delivery of feedback on our leadership style is constructive, it can still be difficult to hear. Take the time to reflect and share it with someone you trust. The saying "feedback is a gift" is true. The reality is, how we intend to come across to people is not how we are perceived. We now have information and "data" to make better choices and decisions. Finding a coach or mentor that can help translate that "data" into actionable steps is very effective in growing as a leader.